Page 1 of 83
WGU C235 TRAINING AND DEVELOPMENT EXAM TEST
BANK ALL 500 QUESTIONS AND DETAILED SOLUTIONS
LATEST UPDATE THIS YEAR
Concrete experience, reflective observation, abstract conceptualization, and active
experimentation are all examples of:
a. Learning approaches
b. Learner characteristics
c. Learning styles
d. Learner categories
a. Learning approaches
In order to be ready for training, trainees need high self-efficacy. In other words, trainees
need:
a. The motivation and determination to make the training beneficial
b. Personal ambitions and goals
c. To feel they are of worth to the company
d. To believe they are capable of learning the material
d. To believe they are capable of learning the material
Training and development methods can be divided into three categories:
a. Simulation, behavior, and information presentation
b. Information presentation, skills, and technical
c. Behavior, skills, and technical
d. Information presentation, simulation, and on-the-job
1
,Page 2 of 83
d. Information presentation, simulation, and on-the-job
Sensitivity training is an example of:
a. Information presentation training
b. Simulation training
c. On-the-job training
d. All of the above
b. Simulation training
What is currently the most common approach to training?
a. E-learning
b. External learning
c. Classroom learning
d. Blended learning
c. Classroom learning
A variation of e-learning:
a. Self study
b. Case studies
c. Blended learning
d. Virtual classroom learning
c. Blended learning
During which step of the on-the-job training process do you make sure trainees know each
point of the training?
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,Page 3 of 83
a. Perform follow-up
b. Prepare the learners
c. Present the information
d. Have trainee practice
c. Present the information
Aligns human capital with organizational objectives and strategies:
a. Company mission statement
b. Human Resource Management
c. Upper-level management
d. Training and Development
b. Human Resource Management
Tactic knowledge, education, and experience are all examples of:
a. Intellectual capital
b. Organizational capability
c. Human capital
d. Social capital
c. Human capital
Sustainable competitive advantage is built upon:
a. Organizational commitment
b. Intangible resources
c. Business strategy
d. Training and development
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, Page 4 of 83
d. Training and development
According to the stages of HR Competency, developing credibility and a reputation are both
parts of what stage?
a. Influencing
b. Mastering
c. Applying
d. Acquiring
c. Applying
Which of the following is the responsibility of line management and not the human resources
department?
a. Coordinates career planning and employee development efforts
b. Prepares knowledge and skill training materials
c. Provides feedback on the effectiveness of formal training efforts
d. Provides input and expertise for individual and organizational development efforts
c. Provides feedback on the effectiveness of formal training efforts
The goal of needs assessment is to:
I: Determine whether a training need exists
II: Who it is that needs the training
III: Where in the organization the need exists
IV: Exactly what kind of training is needed
a. I, III, and IV
b. I, II, and IV
4
WGU C235 TRAINING AND DEVELOPMENT EXAM TEST
BANK ALL 500 QUESTIONS AND DETAILED SOLUTIONS
LATEST UPDATE THIS YEAR
Concrete experience, reflective observation, abstract conceptualization, and active
experimentation are all examples of:
a. Learning approaches
b. Learner characteristics
c. Learning styles
d. Learner categories
a. Learning approaches
In order to be ready for training, trainees need high self-efficacy. In other words, trainees
need:
a. The motivation and determination to make the training beneficial
b. Personal ambitions and goals
c. To feel they are of worth to the company
d. To believe they are capable of learning the material
d. To believe they are capable of learning the material
Training and development methods can be divided into three categories:
a. Simulation, behavior, and information presentation
b. Information presentation, skills, and technical
c. Behavior, skills, and technical
d. Information presentation, simulation, and on-the-job
1
,Page 2 of 83
d. Information presentation, simulation, and on-the-job
Sensitivity training is an example of:
a. Information presentation training
b. Simulation training
c. On-the-job training
d. All of the above
b. Simulation training
What is currently the most common approach to training?
a. E-learning
b. External learning
c. Classroom learning
d. Blended learning
c. Classroom learning
A variation of e-learning:
a. Self study
b. Case studies
c. Blended learning
d. Virtual classroom learning
c. Blended learning
During which step of the on-the-job training process do you make sure trainees know each
point of the training?
2
,Page 3 of 83
a. Perform follow-up
b. Prepare the learners
c. Present the information
d. Have trainee practice
c. Present the information
Aligns human capital with organizational objectives and strategies:
a. Company mission statement
b. Human Resource Management
c. Upper-level management
d. Training and Development
b. Human Resource Management
Tactic knowledge, education, and experience are all examples of:
a. Intellectual capital
b. Organizational capability
c. Human capital
d. Social capital
c. Human capital
Sustainable competitive advantage is built upon:
a. Organizational commitment
b. Intangible resources
c. Business strategy
d. Training and development
3
, Page 4 of 83
d. Training and development
According to the stages of HR Competency, developing credibility and a reputation are both
parts of what stage?
a. Influencing
b. Mastering
c. Applying
d. Acquiring
c. Applying
Which of the following is the responsibility of line management and not the human resources
department?
a. Coordinates career planning and employee development efforts
b. Prepares knowledge and skill training materials
c. Provides feedback on the effectiveness of formal training efforts
d. Provides input and expertise for individual and organizational development efforts
c. Provides feedback on the effectiveness of formal training efforts
The goal of needs assessment is to:
I: Determine whether a training need exists
II: Who it is that needs the training
III: Where in the organization the need exists
IV: Exactly what kind of training is needed
a. I, III, and IV
b. I, II, and IV
4
